The purpose of the SayPro Human Capital Bonus Discussion is to Recognize and reward high-performing staff across SayPro’s global and regional operations.

SayPro Human Capital Bonus Policy

1. Purpose

To recognize and reward high-performing staff across SayPro’s global and regional operations, reinforcing a culture of excellence, driving motivation, and aligning individual performance with SayPro’s strategic objectives.

2. Scope

This policy applies to all eligible employees across SayPro’s global and regional teams, regardless of role, department, or location.

3. Eligibility Criteria

Employees may be considered for bonuses based on the following:

• Exceptional individual performance and measurable impact
• Contribution to team and organizational goals
• Demonstrated leadership, innovation, or problem-solving
• Positive peer and manager feedback
• Compliance with company values and ethics

4. Bonus Categories

• Performance Bonus: Based on annual performance reviews
• Project-Based Bonus: For outstanding contributions to specific projects
• Innovation Bonus: For introducing ideas that improve efficiency, quality, or outcomes
• Team Bonus: For collective achievement on team goals

5. Nomination and Review Process

• Managers nominate employees based on predefined criteria
• Nominations reviewed by HR and a Bonus Review Committee
• Final approval by Executive Leadership

6. Frequency and Timing

Bonuses are reviewed and awarded:

• Annually (aligned with performance reviews)
• Ad hoc (for project or innovation bonuses)

7. Communication and Confidentiality

• Bonus recipients will be notified privately
• Bonus decisions and amounts are confidential
• General program outcomes may be shared in internal reports or meetings

8. Funding and Budgeting

• Bonus funds are allocated annually by the Finance Department
• Bonus awards must align with the approved budget

9. Compliance and Adjustments

• SayPro reserves the right to modify or terminate the bonus program based on business needs
• All decisions are made in compliance with local labor laws